1. Motivation Through Equity, Expectancy, & Goal Setting
Chapter 9
Motivation Through Equity, Expectancy, & Goal Setting
Adam’s Equity Theory of
Motivation
Expectancy Theory of
Motivating Through Goal
Setting
Putting Motivation
Theories to Work

2. Negative and Positive Inequity
9-5
Figure 9-1
Negative and Positive Inequity
A. An Equitable Situation
Other
Self $2
1 hour
= $2 per hour $4
2 hours
= $2 per hour
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© 2004 The McGraw-Hill Companies, Inc. All rights reserved.

3. Negative and Positive Inequity
9-6
Figure 9-1 cont.
Negative and Positive Inequity $2
1 hour
= $2 per hour $3
= $3 per hour
B. Negative Inequity
Self
Other
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© 2004 The McGraw-Hill Companies, Inc. All rights reserved.

4. Negative and Positive Inequity
9-7
Figure 9-1 cont.
Negative and Positive Inequity
C. Positive Inequity
Self
Other $3
1 hour
= $3 per hour $2
1 hours
= $1 per hour
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© 2004 The McGraw-Hill Companies, Inc. All rights reserved.

5. Organizational Justice
9-10
Organizational Justice
Distributive Justice the perceived fairness of how resources and rewards are distributed
Interactional Justice extent to which people feel fairly treated when procedures are implemented
Procedural Justice the perceived fairness of the process and procedure used to make allocation decisions
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© 2004 The McGraw-Hill Companies, Inc. All rights reserved.

6. Expectancy Theory of Motivation
9-11
Expectancy Theory of Motivation
Expectancy Theory holds that people are motivated to behave in ways that produce valued outcomes
McGraw-Hill
© 2004 The McGraw-Hill Companies, Inc. All rights reserved.

7. Vroom’s Expectancy Theory
9-12
Vroom’s Expectancy Theory
Expectancy belief that effort leads to a specific level of performance
Instrumentality a performance outcome perception
Valence the value of a reward or outcome
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© 2004 The McGraw-Hill Companies, Inc. All rights reserved.

8. Porter and Lawler’s Expectancy Model
9-14
Figure 9-2
Porter and Lawler’s Expectancy Model 1
Value of
Reward 4
Abilities
and traits 8
Perceived
equitable
rewards 7A
Intrinsic
rewards 6
Performance
(accomplishment) 9
Satisfaction 3
Effort 7B
Extrinsic
rewards 2
Perceived
effort - reward
probability 5
Role
perceptions
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© 2004 The McGraw-Hill Companies, Inc. All rights reserved.

9. Goals 9-18 Goal what an individual is trying to accomplish McGraw-Hill
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10. Locke’s Model of Goal Setting
9-19
Figure 9-3
Locke’s Model of Goal Setting
Directing
one’s attention
Regulating
one’s effort
Task
performance
Goals
motivate the
individual
by...
Increasing
one’s persistence
Encouraging the
development of goal-
attainment strategies
or action plans
McGraw-Hill
© 2004 The McGraw-Hill Companies, Inc. All rights reserved.